As someone with a disability, you work better in a modified work environment. You know you have the right to reasonable accommodation, but what does that look like?
The ADA National Network explores reasonable accommodation in the workplace. Protect your right to work in a supportive environment.
Understanding reasonable accommodation
Reasonable accommodation changes the hiring or application process, job process or job role to ensure a qualified employee with a disability may perform the job. “Reasonable” means the accommodation does not create an immediate threat or unnecessary burden.
Individuals who qualify for reasonable accommodation
The Americans with Disabilities Act defines a disability as “a physical or mental impairment that substantially limits one or more major life activities.” Companies have the right to request medical paperwork from a medical professional for nonobvious disabilities. Those “regarded as” having a disability but do not meet the ADA’s definition of “disability” do not qualify for reasonable accommodations.
Employer responsibilities for reasonable accommodation
Companies with at least 15 employees must offer reasonable accommodations. Local and state laws may require businesses with fewer workers to provide reasonable accommodation. Examples of reasonable accommodations include improving work area accessibility, changing job duties, offering reserved parking and creating a flexible work schedule.
While deciding whether to classify accommodation as reasonable, employers must consider the job candidate’s or worker’s request. Factors to consider include how a disability affects job performance, the job role and the work environment.
Reasonable accommodation and an understanding company could help you soar in your job role. Learn the law to know when a company may violate your rights.